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L5: Performance Measurement (Rating Sources (Subordinates (anonymous),…
L5: Performance Measurement
Performance Measurement
Types of performance measurements
Hands-on Performance Measurement (simulations / work-related)
Electronic Performance Monitoring (add-on measurement)
Performance Management
Link between behaviour + Org. strategies and goals
Types of performance data
Objective (specific)
Judgemental (overall)
Perception of Fairness in Performance Measurement
Procedural
Justice (rating process)
Interpersonal
Justice (respectfulness + tone received from evaluation)
Types of Justice
Distributive
Justice (outcome)
Factors Influencing Fairness Measurement
Appraisal frequency + relation to fairness
Joint planning with manager (involvement)
Manager's knowledge of individual's duties and actual performance
Are managers rating with the knowledge of what individuals actually do?
How is the data used
Motivation
Rewards
Employee development
Criterion Data (validity of tests)
Transfer, promotion and layoff
Performance Rating
Factors Influencing Perfomance Rating
Task Performance
Contextual Performance
Counter-productive Performance
Types of Performance Ratings
Task-based ratings (better indicator of perf than traits)
Critical Incidents Method
Traits Rating (personality traits)
Theories of Performance Rating
?
Process Model (address factors rating process)
Content Model (content input by supervisors)
Rating Context (rating's purpose / agenda)
Structural Characteristics of a Performance Rating Scale
Structure
Degree of individual's understanding + interpretation of ratings
Meaning of each response category
Define task / characteristic as a behaviour
Rating Formats
Graphic Rating Scale (most common 1 to 5)
Forced-Choice Format
Weighted Checklist
Behaviourally Anchored Rating Scales (BARS)
Checklist
Employee Comparison Methods
Simple Ranking
Paired Comparison
Rating Sources
Subordinates (anonymous)
Clients / suppliers (org strategy vantage point)
Self-rating
360 Degree System (ALL)*
Peers
Supervisors (common)
Types of Error in Rating (Distortions)
Distributional Errors
Severity Error* (unfavourable)
Central Tendency Error (in-the-middle)
Leniency Error (favourable)
Other Rating Errors
Recency / primacy error
Stereotyping
Rating person than performance
Prejudice and Political Motivations
Halo Errors
(same rating for all dimensions)
Reasons for Error in Rating (Distortions)
Inflation
Deflation
Preventing Error in Rating(Distortions)
Motivation to rate
Performance Feedback
(good understanding of employee = accept negative feedback)
Destructive Criticism
(apologise)
Organisational Goals
Goal Conflict (single system = satisfy multiple goals = priortise)
Implement 360 Degree System (anonymous)
Reliability and Validity of Test
Legal considerations in Performance Rating (objective / involvement/ review / discuss / assist)
Rater Training
Psychometric Training
Frame of Reference Training* (context)
Administrative Training